Delegation is the #1 way for a manager, small business owner, business executive, anyone … to manage their time, while developing people & using knowledge to solve their own + business problems.
When you work through your delegation myths you can increase discretionary time to actually manage.
Reframing the perception–belief cycle to one of staff development through delegation, offering greater value through your complexity management and skilled-knowledge leading to more great work being done.
When you have set the foundation and are sure that the delegation is appropriate and you are able to see how this delegation assignment is meant to increase your managerial-leadership leverage AND develop the employee WHILE freeing up time for the discretionary areas of judgment…then the solution to effective delegation happens.
Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the the managers ability to plan how to achieve these goals.
More complex goals will require delegation to subordinates to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;
Reverse Peter Principle within a hierarchy tasks tend to be delegated until they have descended to the employees level of incompetence.
Team building allow leaders and team members to gain a micro-view of people in situational transactions. When involved in these situational transactions people can see how others and themselves, think, act, handle conflict, handle long and short term delegation of tasks, are able to view the team as a whole, as well as how the individual works and treat others in projects.
This is powerful because rarely is the opportunity given for teams to explore and objectively view a project take place where all team members are present in real-time and are then led through processing and reflection to highlight and explore the strengths of the individuals and the team while involved in work.
This will be the first in a series of post – showing some activities and the potential connection to workplace, team skills & leadership. The primary job of a team building consultant using learning simulations is to facilitate and discuss with the team exactly how this relates to work…If you cannot facilitate a discussion with the team about how what they just did relates to work, you OUGHT not to be a Team Building Consultant for corporate groups.
Here’s the solution. The facilitator must expose the team to content for planning and effective steps to use for planning of a team. This can be accomplished using a power point presentation, a handout, ask the groups to break into smaller teams for group learning by peers. Supplying the team with a model of … Continued